The Effects of Work Experience on Two Scales of Career Development

This study aims to determine how much influence the work experience, work performance, education and training have on the career development of employees at PT PLN (Persero) Rayon Kuranji, Padang City. The analytical method used is correlation analysis and multiple regression. The data collection method in this study is to use a questionnaire filled out by respondents, namely employees at PT PLN (Persero) Rayon Kuranji, Padang City. From the results of multiple regression analysis, it shows that: (a) work experience has a partially significant effect on career development, (b) work performance has a partially significant effect on career development, (c) education has a partially significant effect on career development, (d) training does not have a partially significant effect on career development, (e) work experience, work performance, education and training have a significant effect on career development together, (e) the contribution of variable work experience, work performance, education and training together The career development is 52.5%, while the remaining 47.5% is influenced by other variables not examined in this study.

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Encouraging students to draw on work experiences when articulating achievements and capabilities to enhance employability

Australian Journal of Career Development ◽

10.1177/1038416218790571 ◽

2019 ◽

Vol 28 (1) ◽

pp. 39-50 ◽

Cited By ~ 3

Author(s):

Denise A Jackson ◽

Susan Edgar

Keyword(s):

Higher Education ◽

Career Development ◽

Focus Group ◽

Higher Education Policy ◽

Work Experience ◽

Student Feedback ◽

Time Constraints ◽

Work Experiences ◽

Low Levels ◽

Relevant Work

Employability drives higher education policy yet despite the investment in developing ‘rounded’ graduates, students experience difficulties in articulating their achievements and capabilities during graduate recruitment. The purpose of this research was to trial and evaluate a career development intervention aimed at drawing on work experiences when applying for graduate roles. Students ( N = 136) from two contrasting disciplines, Business and Physiotherapy, and two institutions participated in a two-staged intervention. A focus group was also conducted with career advisors ( N = 9) to examine student engagement with career development learning. Findings indicated that students were confident in their ability to draw on relevant work experience in job applications and showed low levels of engagement in the intervention due to time constraints from their study commitments. Despite the varied contexts of the degree programmes investigated, similarities in engagement and student feedback were noted. Factors contributing to weak engagement in career provision along with strategies for improvement are presented.

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PO 8573 RESEARCH, MENTORSHIP AND SUSTAINABLE DEVELOPMENT: IS RETIREMENT AGE A HURDLE TO RESEARCH SUSTAINABILITY IN AFRICA?

BMJ Global Health ◽

10.1136/bmjgh-2019-edc.147 ◽

2019 ◽

Vol 4 (Suppl 3) ◽

pp. A56.1-A56

Author(s):

Esther Ngadaya ◽

Andrew Kitua ◽

Barbara Castelnuovo ◽

Blandina T Mmbaga ◽

Leonard Mboera ◽

...

Keyword(s):

Career Development ◽

Brain Drain ◽

Work Experience ◽

Research Capacity ◽

Developed Countries ◽

Sub Saharan Africa ◽

Retirement Age ◽

African Countries ◽

Generating Capacity ◽

Research Scientists

BackgroundRetirement age in most of sub-Saharan Africa is between 55 and 60 years, even in academic and research institutions. There is no mechanism to retain even the few most experienced and outstanding among them. There is evidence that institutions retaining experienced researchers access better large research grants.MethodsWe conducted literature review and shared views and experiences among peer research scientistsResultsMost African scientists obtain their first degrees aged 25–30 years. Economic needs compounded with work experience requirements for PhD studies delay their research career development such that most PhD graduates are 40–50 years of age. However, unlike in the developed world where the majority acquire their PhDs in their late 20’s or early 30’s, there is no mechanism to retain them longer at work to maximise their contributions to scientific developments. Instead, African scientists are forced to retire young at 60 years of age. On the contrary, developed countries scientists graduate earlier, work longer and have retention mechanisms even after retirement. African countries do not consider retaining even the few who have demonstrated outstanding performance. Consequently, outstanding research scientists retire at the time when they are needed most. They seek and get jobs abroad or in externally owned projects (brain drain). Their decade or so of work, generates more resources abroad, depriving Africa of resource generating capacity. Secondly, retiring at the height of their performance is economically counterproductive. Thirdly, this affects negatively the career development of young scientists for lack of experienced supervisors and mentors.ConclusionAfrica must rethink the retirement age of its research scientists and create incentives to retain outstanding research scientists who reach retirement age. This is urgently needed to stop brain drain, contribute to economic development, and accelerate ongoing efforts to build sustainable research capacity and mentorship programmes in Africa.

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ANALISIS PENGALAMAN KERJA, KOMPETENSI, PENDIDIKAN DAN PELATIHAN TERHADAP PENGEMBANGAN KARIR DENGAN INTERVENING PRESTASI KERJA

Jurnal Riset Manajemen dan Bisnis (JRMB) Fakultas Ekonomi UNIAT ◽

10.36226/jrmb.v4i1.136 ◽

2019 ◽

Vol 4 (1) ◽

pp. 57-68

Author(s):

Dewi Cahyani Pangestuti

Keyword(s):

Career Development ◽

Job Performance ◽

Path Analysis ◽

Work Experience ◽

Rehabilitation Center ◽

Work Experiences ◽

Self Administration ◽

And Training

This study aims to identify factors that influence of job performance and career development at the Rehabilitation Center of the Ministry of Defence. Data were collected from 65 respondents using self-administration questionnaires, and path analysis was used to test the hypotheses. The results show that work experience, competencies, and training directly affect performance, but only work experiences that directly affect career development. Finally, performance directly affects employee career development. Implications and suggestions are explained in the paper.

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Positive Scholarship for K-20 Education in Africa

Advances in Early Childhood and K-12 Education - Handbook of Research on Positive Scholarship for Global K-20 Education ◽

10.4018/978-1-5225-5667-1.ch021 ◽

2018 ◽

pp. 310-324

Author(s):

Gerald D. Gyamfi

Keyword(s):

Career Development ◽

Adult Learners ◽

Learning Environment ◽

Human Resource ◽

Work Experience ◽

Career Advancement ◽

Educational Institutions ◽

Educational Strategies ◽

Resource Demand ◽

Global World

Challenges of the modern global world require a change in thinking and reform of educational curricular to incorporate means through which education can enhance scholarship and career advancement for adult learners in Africa. The main objective of this chapter is to develop K-20 educational strategies that promote scholarship and career development to meet the complex human resource demand of the business industry in Africa. The exploration focuses on the type of education that combines both work and scholarship through formal and informal means. The chapter critically examines the approaches that educational institutions should follow to enrich their curricular activities with work experience. The author discusses the means through which the opportunities from the industry could be employed to create conducive learning environment for learners pursuing K-20 education.

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Career Development among Japanese Female Game Developers

Gamification ◽

10.4018/978-1-4666-8200-9.ch098 ◽

2015 ◽

pp. 1950-1964

Author(s):

Masahito Fujihara

Keyword(s):

Career Development ◽

Work Experience ◽

Role Models ◽

Qualitative Methodology ◽

Structured Interview ◽

Career Goals ◽

Behavioral Characteristics ◽

Gaming Industry ◽

Interview Format ◽

Game Developers

The purpose of this chapter is to clarify the process of female developers' career development and their characteristics based on the life stories of creative professionals employed in the Japanese gaming industry. This study followed a one-to-one semi-structured interview format and employed a qualitative methodology. The survey was conducted on 21 female game developers who have more than five years work experience in the Japanese gaming industry. One of the most important analytical results of the study is the behavioral characteristics of female game developers in their career development are that they support persons who have similar problems in the workplace, and they contribute to mentor game developers in the next generation. In conclusion, female game developers do not have clearly defined career goals; however, they have the ability to alter their work situation, and evaluate and manage it if needed. Therefore, it is important that female game developers have diverse role models. Further research directions are discussed.

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Career Development among Japanese Female Game Developers

Gender Considerations and Influence in the Digital Media and Gaming Industry - Advances in Human and Social Aspects of Technology ◽

10.4018/978-1-4666-6142-4.ch006 ◽

2014 ◽

pp. 110-124 ◽

Cited By ~ 2

Author(s):

Masahito Fujihara

Keyword(s):

Career Development ◽

Work Experience ◽

Role Models ◽

Qualitative Methodology ◽

Structured Interview ◽

Career Goals ◽

Behavioral Characteristics ◽

Gaming Industry ◽

Interview Format ◽

Game Developers

The purpose of this chapter is to clarify the process of female developers' career development and their characteristics based on the life stories of creative professionals employed in the Japanese gaming industry. This study followed a one-to-one semi-structured interview format and employed a qualitative methodology. The survey was conducted on 21 female game developers who have more than five years work experience in the Japanese gaming industry. One of the most important analytical results of the study is the behavioral characteristics of female game developers in their career development are that they support persons who have similar problems in the workplace, and they contribute to mentor game developers in the next generation. In conclusion, female game developers do not have clearly defined career goals; however, they have the ability to alter their work situation, and evaluate and manage it if needed. Therefore, it is important that female game developers have diverse role models. Further research directions are discussed.

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Rancangan Pola Karir Perawat Klinik di Rumah Sakit Tentara Jakarta

Jurnal Keperawatan Indonesia ◽

10.7454/jki.v11i2.188 ◽

2007 ◽

Vol 11 (2) ◽

pp. 59-65

Author(s):

Buyung Nazeli ◽

Wiku Adisasmito

Keyword(s):

Career Development ◽

Work Experience ◽

Secondary Data ◽

Primary Data ◽

Development Pattern ◽

Career Pattern ◽

Clinical Nurses ◽

Army Hospital ◽

Almost All ◽

Governing Institutions

AbstrakPerawat klinik di rumah sakit (RS) tentara memiliki pola dan pengembangan karir yang unik. Tujuan penelitian adalah untuk mengetahui gambaran pola karir yang efektif untuk pengembangan karir perawat klinik di RS tentara. Penelitian ini merupakan penelitian deskriptif kualitatif yang dilakukan di RS tentara Jakarta pada minggu I Maret sampai minggu IV April 2006 dengan 25 responden. Penelitian menggunakan pendekatan sistem yaitu masukan-proses-keluaran. Data primer diperoleh melalui wawancara mendalam dan dianalisis secara kualitatif. Sedangkan data sekunder diperoleh dari telaah dokumen yang berhubungan dengan peraturan dan kebijakan tentang pengembangan karir perawat klinik di rumah sakit dan suprasistem terutama dari Kesehatan Daerah Militer Jakarta Raya/ Kesdam Jaya. Hasil penelitian menunjukkan bahwa pengembangan tenaga keperawatan dilakukan melalui pendidikan dan pelatihan, dan hampir semua program merupakan program dari suprasistem. Pengalaman kerja perawat dalam pengembangan karirnya diperoleh melalui pengalaman jabatan dan kepangkatan, program mutasi dan promosi, pendidikan dan pelatihan, bimbingan para perawat senior, sedangkan khusus perawat militer penugasan lapangan dari suprasistem. Kebijakan dan peraturan tentang pengembangan karir perawat klinik tergantung dari suprasistem. Pola karir yang berlaku saat ini hanya pola karir structural sesuai dengan struktur organisasi dan tugas rumah sakit. Untuk itu perlu dibuat suatu bentuk pola karir fungsional berdasarkan pendidikan, pengalaman kerja, dan kompetensi perawat klinik baik militer dan PNS maupun sukarelawan. AbstractClinical Nurse in an army hospital has unique career & development pattern. This study aimed at finding out description on an effective career pattern for clinical nurses at army hospital. This was a qualitative study conducted from March-April 2006 involving 25 informants. Primary data was collected by in-depth interview and secondary data was collected from documentations related to policy and regulation in career development of clinical nurse. The data source was from the hospital and its governing institutions; i.e. Regional Army Office & Ministry of Defense & Security. The results showed there was unclear development pattern for clinical nurses in army hospital. Different status of the nurse in the hospital has different characteristic of development. Almost all of training programs at the hospital are directed by the governing institutions with little involvement from the hospital management. Working experience, as part of career development, is mostly achieved due to experience in the organization, military rank (army), employment grade (government official), rotation and promotion programs, education and training, and military field duty. The policy and regulation on career development of clinical nurses depend on the policy & decision of the governing institutions. This research develops career development patterns for all clinical nurses based on their status, clinical duty, and structural assignment. The career pattern developed is appropriate with nurse’s education, work experience, and its competence.

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PENGARUH PENGALAMAN KERJA DAN PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN PADA PT SINAR NIAGA SEJAHTERA KOTA LUBUKLINGGAU

Journal of Business Economics ◽

10.35760/eb.2019.v24i1.1855 ◽

2019 ◽

Vol 24 (1) ◽

pp. 51-68

Author(s):

Suwarno ◽

Ronal Aprianto

Keyword(s):

Regression Analysis ◽

Data Analysis ◽

Career Development ◽

Data Collection ◽

Work Experience ◽

Research Method ◽

Quantitative Method ◽

Employee Performance ◽

Analysis Techniques ◽

Data Collection Technique

This research was conducted at PT Sinar Niaga Sejahtera with the formulation of the problem in this study is whether work experience affects employee performance, whether career development affects employee performance, and whether work experience and career development affect employee performance. The research method used is a quantitative method with a sample of 32 people who are employees of PT Sinar Niaga Sejahtera and the data collection technique used is questionnaires. Data analysis techniques used are multiple regression analysis. The result of the regression that works experience influenced employee performance and career development influenced employee performance. Keywords: work experience, career development, and employee performance

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